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Human Resources Management
What are the functions of HRM?
Hiring, firing, evaluation, diversity, laws, motivation,
discipline, supervision, orientation, training &
development, collective bargaining…..
Poor HR…
Hire wrong people Staff under performs Employee dissatisfaction…attrition Difficult employees Under utilize employee capacities Break laws
The Turnover Situation…
• The Boomer Effect▫82.8 million boomers▫1946-1964
▫2013, 76+ million ready for retirement
▫Doesn’t account for death, illness, major life changes
60% of all companies don’t know what they are going to do about this
The Turnover Situation… The Gen X & Y Effect (1965-
1997) – 53% seek better compensation
and benefits.
– 35% cited dissatisfaction with potential career development.
– 32% said they were ready for a new experience.
The Turnover Situation… The Skilled Workforce Effect
– Staff reductions Do the job of 2 people More responsibilities
– More jobs require skilled workforce
– The economy! Over qualified
– Desire to keep part timers
– Hiring non P & R people
The Turnover Situation…
Fiscal Accountability– Hiring costs
@$3500 for entry & mid level@$7000 for upper level professional
– Training costs…new & current employees@$1200 per employee per year
– Break even point6.2 months for mid level managers
Organizational Capacity
Existing staff levels– Numbers
FT, PT, where they are on org chart
– ExpertiseHire more people with a specific expertiseExternal training & development…$$$Internal T & D….cross training
– Viable when expertise is within the agency
Organizational Capacity
Existing staff levels– Work allocation
Structural problemsRedundancy in jobsUnnecessary jobs – ie. middle level
managersUnder staffed in one area, overstaffed in
anotherCombine part time staff into 1 full timeFixing work allocation issues allows for
reallocation of resources
Organizational Capacity
Fiscal resources– Drives most HR decisions– May show a need, but have to have
resources– Show fiscal commitment – salary,
hourly, benefits, cost of the search
Organizational Capacity
Supervisory resources– Can staff increase their span of control?– Is a new supervisor needed?– Increases coordination– Impact on other staff in the unit
Ie. Shift in job responsibilities
Organizational Capacity
Physical resources & administrative support systems– Office space– Computers– Communication systems– Specialized equipment– Admin support
Organizational Capacity
Projected turnover of existing staffPosition Incumbent Age Promotability Bench strength
CEO M. Mouse 60 - Daisy, Donald
Dir of Rec Goofy 57 A Bambi, Caliope
Dir of Facilities
Aladin 27 B Cruella, Flounder
Marketing Manager
Huey 51 C -
A=ready for promotion; B=currently lacks training & experience for promotion, C=questionable promotability
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